San Diego Litigation Attorney

Defamation in employment cases involves a false statement made by an employer or employee that harms the reputation of an individual in their workplace or industry. Defamation can occur in many forms, including written or spoken statements, social media posts, or gestures. In order to prove defamation in an employment case, the following elements must be met: False statement: The statement made about the employee must be false. Truth is a defense to defamation, so if the statement is true, it is not considered defamatory. Publication: The false statement must be communicated to a third party, which can include coworkers, customers, or even social media followers. It is not necessary for the statement to be widely circulated to be considered defamatory. Harm: The false statement must have caused harm to the employee's reputation or ability to work. Harm can include damage to their professional reputation, loss of job opportunities, or emotional distress.

This is one of the most common questions that our clients ask us and it is one of the most difficult questions to answer. We cannot provide you with an exact value for your potential wrongful termination case without additional information. The value of a wrongful termination case can depend on various factors, including the specific circumstances of the termination, the amount of damages you are seeking, and the strength of the evidence supporting your claim. In general, potential damages in a wrongful termination case may include: Lost wages and benefits: This includes the amount of money you would have earned from the time of termination to the time of trial, as well as the value of any lost benefits such as health insurance or retirement benefits. Emotional distress: If you experienced emotional distress as a result of the termination, you may be able to seek compensation for this harm. Punitive damages: In some cases, a court may award punitive damages

Olsen Law Offices represents E. Shelton, a former employee of Stanislaus Union School District (SUSD). Stanislaus Union School District terminated Shelton after he asserted that a a contract awarded to the wife of a school executive presented a violation of the district's conflict of interest rules. After he questioned the conflict of interest, Stanislaus Union School District suspended him with pay and followed through on termination. Shelton was a 22 year employee who planned to stay with the district to the 30 year mark before retiring. Shelton alleges that Stanislaus Union School District terminated him to keep him silent about potential misuse of public funds. 

Olsen Law Offices has a pending investigation into the termination of Financial Partners Credit Union employee. The former employee claims Financial Patners Credit Union unlawfully terminated him after he suffered a seizure while at work at Financial Partners Credit Union's San Diego location. No case has yet been filed and Olsen Law Offices believes that Financial Partners Credit Union will deny the employee's allegations and assert that its termination decision was consistent with Calfiornia law. 

Olsen Law Offices, APC announces pending litigation against Transdev Services, Inc. Olsen Law Offices represents Derwin Coleman, a 55 year old African Amercian man who Transdev Services, Inc. terminated almost immediately after Colemen suffered a physical assault while working for Transdeve. Coleman seeks to recover damages including emotional distress, back pay, unpaid wages, and punitive damages. Trasndev Services, Inc. denies all claims. 

Olsen Law Offices, APC files a civil lawsuit for wrongful termination, violations of the California Family Rights Act and Family Medical Leave Act, retaliation, and defamation against Defendant Dahua Technology USA, Inc.